“Corporate culture matters. How management chooses to treat its people impacts everything for better or for worse.” Simon Sinek
Diversity, equity, and inclusion or DEI. Dare I approach this powder keg of a topic. DEI has enjoyed (or not) a new level of fame in 2025, especially following the inauguration of the 47th President of the United States of America. I do indeed strive to be apolitical in my writings, but I know anything spoken or written about DEI today is sure to elicit politically fueled emotions. The mere mention of the acronym coupled with one’s opinion of it can start a fierce political debate. I’m keenly aware that my thoughts here – this opinion piece will ruffle feathers. I accept that fate, however my words here are purely meant to contribute to the debate and, moreover help us achieve that which I believe every leader and organization strives for which is diversity, equity, and inclusion or whatever they choose to call it.
I developed my leadership acumen in a U.S. Army career spanning three decades in a DEI environment though we never called it that. There were no DEI programs or directors as they exist (or existed) today. It was just leaders being good leaders creating great environments. Since my retirement in 2016, as a small business owner of several businesses, I continue this people-centric work without the DEI title and director with great effect – zero percent employee turnover.
Diversity
As far back as I can remember, leaders strove for diversity far beyond the color of one’s skin. They strove for diversity of thought, education, geographical background, race, age, gender, and even religion to name only a few. Military leaders, knowing they needed to solve complex problems, understood that they needed to leverage diversity for diversity’s, not pop culture’s or politics’ sake. This meant and still means
